Post on 07-Jan-2017
transcript
Separating Fact from Fiction: Today’s Learners, What Do They
Really Want (and Need)?
Sponsored by:
@degreed @mikemmoon #whatlearnerswant
15+ years in HR: practitioner, analyst, and academicIndustry Experience:
• Analyst: Research Director, Aberdeen Group; Senior HCM Researcher, i4cp
• HR Practitioner: Thomson Reuters, Raytheon, John Hancock, Vistaprint, Fleet Bank (now Bank of America) Talent & Development, OD, HR Analytics, HRIS, HR Management,
and L&DEducation and Certifications:
• PhD, Human Capital Management: Bellevue University• Master of Science, Human Resources: Suffolk University• Master of Music, Musical Theatre: Boston Conservatory• Bachelor of Science, Theatre: Eckerd College• Memberships/Certifications: SHRM, NEHRA, AOM, Actor’s Equity; PHR
(HRCI)
Dr. Michael M. Moon
Founder & Principal Consultant, MMM &
Associates@mikemmoonwww.linkedin.com/in/mikemmoonmmm@michaelmoonhcm.com
The basic tenets of adult learning theory, the brain-science behind micro-learning, and a few other geeky things about learning
Understand the role that “personalization” and “transparency” play in a Learning function
Practical guidance on how to transform from a “Training” mindset to a “Ubiquitous (continuous)” mindset
Today’s Webinar
Order of Topics
Today’s Learners: Myth #1 and #2 Technology: Personalization and
Transparency What’s a Training Department to Do? Rethinking the Modern Workplace
Myth #1The Modern Learner Wants…
The Modern Learner...
“…flexibility in where and how they learn is increasingly important.”
“…they want to learn from their peers and managers as much as from experts.”
“…they are taking control over their own development” - Bersin by Deloitte, Meet the Modern Learner, 2014“…want options and to choose when, where, what, and how to learn” - DDI, The Rise of The Learning Experience Manager, 2016
“…is more interested in exploring on their own and learning from peers than being told what to do when”. - Intrepid Learning
Image Source: Bersin by Deloitte, Dec. 2014
“Today’s employees are overwhelmed, distracted, and impatient.”
Pedagogy vs. Andragogy
Image source: http://assets.uxbooth.com/uploads/2014/12/andragogy.jpgBased on the work of Knowles, Holton, and Swanson (1998)
the art or science of teaching
PEDAGOGY the method and practice
of teaching adult learners
ANDRAGOGY
Andragogy
1. Adults are motivated to learn as the experience needs and interests that learning will satisfy
2. Adults orientation to learning is life centered 3. Experience is the richest source for adults learning4. Adults have a deep need to be self-directing5. Individual differences among people increase with
age – therefore, provision should be made for differences in style, time, place, and pace of learning.
Source: Eduard Lindeman (1926), The Meaning of Education
Myth #2We are simply too busy, the attention span of today’s learners is shrinking…
Everyone’s Attention Span is Shrinking…
12 -> 8 seconds Thank the internet and
smartphones Crave information Better at multi-tasking, well, sort-
of…Source: http://www.telegraph.co.uk/news/science/science-news/11607315/Humans-have-shorter-attention-span-than-goldfish-thanks-to-smartphones.html
Working MemoryChunking, Mnemonics, and Neuroscience, Oh My!
Chunking:7 +/- 2 numbers4404249231440 424 9231
Mnemonics:ROY G. BIV = colors of the spectrum (Red, Orange, Yellow, Green, Blue, Indigo, Violet)
Techniques for Improving Working Memory
Micro-Learning is not a Trend, The Brain Simply Likes Smaller Chunks
Micro-learning - a way of teaching, delivering and/or consuming content in small, very specific and targeted bursts.
Think “bite-sized learning” or “learning nugget”. Usually completed in less than 4 minutes making it
digestible, and easily manageable. Can be personalized to the learner in terms of content,
pace, time, topic, etc. Case Study: Baker Hughes - reusable bite-sized content
Personalization & Transparency
Two Learning Trends Coming out of 2015
Personalization
Technology affords greater personalization• Mass Customization• Accessible• Adaptive• Continuous
Personalized Experience vs. Content Personalized Learning Experience xAPI (Experience API or Tin Can API) Image Source: https://tincanapi.com/overview/
What Can Personalization Look Like?
Source: http://www.c4lpt.co.uk/blog/2016/03/20/supporting-all-the-ways-people-learn-at-work/; Jane Hart
Activities:• Enabling flexible (and social)
internal content.• Curate external content and
learning opportunities• Offer/Facilitate Communities
of Practice• Orchestrate large-scale
networking or learning events
Transparency as the New Norm
Technology facilitates greater levels of transparency• Goal Planning• Feedback• ESN
Trust – blogs, 2-way communication Knowledge sharing
Learning• Encourage employees to share what they know -
Coactive vicarious learning
What’s a Training Department to Do?
Practical Guidance
Learning Experience Manager
Source: DDI: http://www.ddiworld.com/blog/tmi/february-2016/the-rise-of-the-learning-experience-manager, by Barry Stern and Russ White
Implications for L&D? Content curators Experience facilitators Potential architects
Teach employees “how to learn”
Practice • Testing• Distributed• Interleaved
Elaborative Interrogation (why)
Self-explanation Video: Learning how to learn | Barbara Oakley |
TEDxOaklandUniversity
Source: http://bigthink.com/neurobonkers/assessing-the-evidence-for-the-one-thing-you-never-get-taught-in-school-how-to-learn
10 techniques for improving learning
Fixed vs. Growth Mindset
Self-directed learning does not come easy for everyone
Growth mindset does not come naturally for all either
Requires L&D to facilitate
Using Technology and Social Learning to Improve a Growth Mindset: Xerox
Xerox
Create pathways to empower the self-directed learner
Using Technology and Social Learning to Improve a Growth Mindset: Xerox
Learning Events1. Reflection2. Social
Learning Activity
Xerox
Using Technology and Social Learning to Improve a Growth Mindset: Xerox
Growth Mindset – Activity
Enable application, reflection and social learning through sharing
Xerox
Personal Knowledge Mastery (PKM)
• Seek – valuable information• Sense – reflect and reinforce• Share – exchange and collaborate
Similar to Nonaka and Takeuchi
Image source: http://jarche.com/pkm/
Continuous Learning
Continuous e-learning expands the parameters that once limited training to an at-work activity
Requires the right mix of formal, informal and experiential learning
“We are all always in the process of evolving of becoming.”
– M. Moon
Rethinking the Modern Workplace (by Jane Hart)
RECOGNIZE that learning happens as a natural part of work APPRECIATE that learning happens as much for themselves
by using the Web in their daily activities VALUES self-organized learning REALIZES that evaluating impact of what is learned is more
important than what was learned UNDERSTANDS that everyone has a responsibility for
learning in the workplace
Thanks!Any questions?You can find me on Twitter @mikemmon & mmm@michaelmoonhcm.com